{"id":32135,"date":"2019-10-31T21:45:19","date_gmt":"2019-10-31T18:45:19","guid":{"rendered":"https:\/\/prohoster.info\/blog\/a-nuzhny-li-headhunter-y\/"},"modified":"2019-10-31T21:45:19","modified_gmt":"2019-10-31T18:45:19","slug":"a-nuzhny-li-headhunter-y","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/news\/a-nuzhny-li-headhunter-y","title":{"rendered":"A jan\u00eb t\u00eb nevojsh\u00ebm rekrutuesit?","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>Nj\u00eb k\u00ebrkes\u00eb e re nga Headhunter m\u00eb b\u00ebri t\u00eb mendoj p\u00ebr arsyet pse puna e k\u00ebrkimit t\u00eb stafit nuk \u00ebsht\u00eb gjithmon\u00eb efektive dhe ndonj\u00ebher\u00eb madje \u00ebsht\u00eb kontraproduktive p\u00ebr klient\u00ebt e tyre. <\/p>\n<p>\u00c7do person q\u00eb punon n\u00eb fush\u00ebn e IT-s\u00eb merr rregullisht k\u00ebrkesa nga Headhunter. Disa i injorojn\u00eb plot\u00ebsisht k\u00ebto k\u00ebrkesa, nd\u00ebrsa disa t\u00eb tjer\u00eb vazhdojn\u00eb t\u00eb refuzojn\u00eb me mir\u00ebsjellje k\u00ebta gjuetar\u00eb kokash.<br \/>\n<noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><br \/>\nN\u00eb opinionin tim, ka disa arsye q\u00eb ndjesh\u00ebm ul efektivitetin e pun\u00ebs s\u00eb rekrutuesve.<\/p>\n<p>Mbase arsyeja kryesore p\u00ebr d\u00ebshtimet n\u00eb k\u00ebrkimin e stafit \u00ebsht\u00eb mungesa totale e nj\u00eb qasjeje individuale ndaj kandidat\u00ebve potencial\u00eb.<\/p>\n<p>Cila \u00ebsht\u00eb shprehur kjo? Le t\u00eb shqyrtojm\u00eb nj\u00eb shembull imagjinar.<\/p>\n<p>Disa vjet m\u00eb par\u00eb, nj\u00eb punonj\u00ebs i agjencis\u00eb s\u00eb rekrutimit Best Headhunters kontaktoi nj\u00eb specialist n\u00eb fush\u00ebn e Cloud, zotin Cloudman, p\u00ebrmes platform\u00ebs Xing (platforma m\u00eb e njohur n\u00eb internetin gjerman). Z. Cloudman e falenderoi me mir\u00ebsjellje p\u00ebr ofert\u00ebn, duke i th\u00ebn\u00eb rekrutuesit se ishte plot\u00ebsisht i k\u00ebnaqur me pun\u00ebdh\u00ebn\u00ebsin aktual. Pas nj\u00eb kohe, z. Cloudman merr p\u00ebrs\u00ebri nj\u00eb ofert\u00eb nga e nj\u00ebjta agjenci rekrutimi. Ai s\u00ebrish falenderon me mir\u00ebsjellje p\u00ebr ofert\u00ebn, duke i th\u00ebn\u00eb rekrutuesit se \u00ebsht\u00eb plot\u00ebsisht i k\u00ebnaqur me pun\u00ebdh\u00ebn\u00ebsin e tij t\u00eb ri, te cilin e kishte kaluar vet\u00ebm disa muaj m\u00eb par\u00eb. N\u00eb k\u00ebt\u00eb rast, z. Cloudman, nga kurioziteti i zbraz\u00ebt, pyeti n\u00ebse njoftimi lidhej me kompanin\u00eb XYZ dhe cil\u00ebn pag\u00eb ofronin p\u00ebr k\u00ebt\u00eb pozicion? N\u00eb p\u00ebrgjigjen e tij, punonj\u00ebsi konfirmon se b\u00ebhet fjal\u00eb p\u00ebr kompanin\u00eb XYZ, por p\u00ebrgjigja p\u00ebr pyetjen mbi pag\u00ebn mbetet e hapur. N\u00eb fund t\u00eb letr\u00ebs s\u00eb tij, rekrutuesi p\u00ebrfundon me nj\u00eb d\u00ebshir\u00eb t\u00ebr\u00ebsisht formale dhe banale p\u00ebr gjith\u00eb t\u00eb mirat, n\u00eb form\u00ebn q\u00eb zakonisht p\u00ebrdoret p\u00ebr t'i refuzuar kandidat\u00ebt.<\/p>\n<p>Prandaj, \u00e7far\u00eb mendoj se nuk shkoi si\u00e7 duhet:<\/p>\n<p>Rekruter nuk e shihte me r\u00ebnd\u00ebsi informacionin e cituar n\u00eb profilin e zotit Klaudman. Ai duhej t\u00eb kishte v\u00ebn\u00eb re ndryshimin e vendit t\u00eb pun\u00ebs dhe t\u00eb kishte reaguar ndaj tij. Pse t\u00eb mos shtrohet nj\u00eb pyetje p\u00ebr at\u00eb q\u00eb e ka b\u00ebr\u00eb at\u00eb t\u00eb marr\u00eb k\u00ebt\u00eb vendim? Do t\u00eb ishte e udh\u00ebs t\u00eb pyetej gjithashtu p\u00ebr pun\u00ebdh\u00ebn\u00ebsin e ri, a \u00ebsht\u00eb i k\u00ebnaqur ai, si po i kalon jav\u00ebt e para n\u00eb pun\u00eb? Sepse nuk \u00ebsht\u00eb e leht\u00eb p\u00ebr t\u00eb gjith\u00eb ata q\u00eb ndryshojn\u00eb pun\u00eb, p\u00ebr t\u00eb mbajtur t\u00eb nj\u00ebjt\u00ebn. T\u00eb injorosh pyetjen lidhur me pag\u00ebn, n\u00eb nivelin m\u00eb t\u00eb lart\u00eb \u00ebsht\u00eb e paarsyeshme. N\u00eb mendimin tim, reagimi i duhur do t\u00eb ishte t\u00eb ofronit diskutimin e k\u00ebtij \u00e7\u00ebshtje p\u00ebr telefon.<\/p>\n<h3>N\u00eb p\u00ebrfundim<\/h3>\n<p>\nPra, duke mos qen\u00eb nj\u00eb specialist n\u00eb fush\u00ebn e rekrutimit, do t\u00eb lejoj veten t\u00eb jap disa rekomandime si p\u00ebr punonj\u00ebsit e agjencive t\u00eb rekrutimit, ashtu edhe p\u00ebr klient\u00ebt e tyre.<\/p>\n<p>T\u00eb nderuar rekruter\u00eb, klient\u00ebt tuaj presin nga kandidat\u00eb t\u00eb cil\u00ebt kan\u00eb cil\u00ebsi t\u00eb m\u00ebposhtme:<\/p>\n<ul>\n<li>nj\u00eb m\u00ebnyr\u00eb analitike, sistematike, t\u00eb strukturuar dhe t\u00eb pavarur t\u00eb pun\u00ebs.<\/li>\n<li>nism\u00eb dhe qasje krijuese n\u00eb zgjidhjen e detyrave t\u00eb p\u00ebrcaktuara.<\/li>\n<\/ul>\n<p>\nMendoj se k\u00ebto k\u00ebrkesa vlejn\u00eb edhe p\u00ebr ju.<\/p>\n<p>N\u00eb mendimin tim, p\u00ebr nj\u00eb punonj\u00ebs t\u00eb agjencis\u00eb s\u00eb rekrutimit, nj\u00eb kandidat potencial \u00ebsht\u00eb vet\u00ebm nj\u00eb num\u00ebr n\u00eb list\u00eb. Ai nuk e sheh n\u00eb t\u00eb njeri. <\/p>\n<p>T\u00eb nderuar rekruter\u00eb, shtoni ndonj\u00eb shenj\u00eb t\u00eb individualitetit n\u00eb letr\u00ebn tuaj. Kushtoni v\u00ebmendje t\u00eb dh\u00ebnave t\u00eb cituara n\u00eb profilin e p\u00ebrdoruesit, p\u00ebrdorini ato. B\u00ebni t\u00eb kuptoj\u00eb kandidaten potencial se i drejtoheni atij n\u00eb ve\u00e7anti, e jo disa qindra t\u00eb tjer\u00eb me profile t\u00eb ngjashme.<\/p>\n<p>Vendosni nj\u00eb sistem t\u00eb ngjash\u00ebm me CRM, n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb sistematizoni baz\u00ebn e t\u00eb dh\u00ebnave t\u00eb kandidat\u00ebve potencial dhe informacionet mbi komunikimin me ta. Do t\u00eb ishte e d\u00ebshirueshme t\u00eb dinit sakt\u00ebsisht kur ka qen\u00eb kontakti i fundit. N\u00ebse vendos\u00ebt t\u00eb filloni komunikimin me \"ti\", rikthimi n\u00eb \"ju\" duket disi i pap\u00ebrshtatsh\u00ebm.<\/p>\n<p>T\u00eb shqyrtojm\u00eb nj\u00eb histori tjet\u00ebr fiktive, tani nga ana e klient\u00ebve t\u00eb agjencive t\u00eb rekrutimit.<\/p>\n<p>Supozoni se nj\u00eb Integrues i Sistemit me madh\u00ebsi mesatare, i vendosur n\u00eb nj\u00eb qytet t\u00eb madh n\u00eb jug t\u00eb Gjermanis\u00eb, k\u00ebrkon nj\u00eb punonj\u00ebs p\u00ebr pozitat \"Konsulent Senior (Company or ProductName: z.B. Citrix, WMware, Azure, Cloud).\" Klient\u00ebt kryesor\u00eb t\u00eb k\u00ebtij integruesi sistemi ndodhen atje. K\u00ebshtu, t\u00eb gjith\u00eb punonj\u00ebsit pas p\u00ebrfundimit t\u00eb koh\u00ebs s\u00eb pun\u00ebs kthehen n\u00eb sht\u00ebpi, e jo n\u00eb nj\u00eb hotel.<\/p>\n<p>P\u00ebr t\u00eb gjetur kandidatin e duhur, Integratori i Sistemit iu drejtua Headhunter. K\u00ebrkesa e detyrueshme e klientit \u00ebsht\u00eb q\u00eb kandidati t\u00eb ket\u00eb dy certifikata, Professional dhe Expert (p.sh. VCAP dhe VCDX ose CCP-V dhe CCE-V). Ndoshta, s\u00eb pari Headhunter do t\u00eb konsultoj\u00eb baz\u00ebn e t\u00eb dh\u00ebnave t\u00eb tij, por n\u00ebse nuk gjendet kandidati i duhur, ndoshta do t\u00eb veproj\u00eb si m\u00eb posht\u00eb:<\/p>\n<ul>\n<li>Do t\u00eb hap\u00eb Xing (ndoshta edhe LinkedIn) dhe do t\u00eb shkruaj\u00eb n\u00eb kutin\u00eb e k\u00ebrkimit emrat e certifikatave t\u00eb p\u00ebrmendura m\u00eb arriba. <\/li>\n<li>pra, p\u00ebrpara tij \u00ebsht\u00eb nj\u00eb list\u00eb me disa qindra emra:<\/li>\n<li>le t\u00eb p\u00ebrpiqemi t\u00eb eliminojm\u00eb ata q\u00eb jetojn\u00eb mjaft larg vendit t\u00eb pun\u00ebs s\u00eb p\u00ebrmendur. Nuk \u00ebsht\u00eb secili i gatsh\u00ebm t\u00eb transferohet, sidomos n\u00eb nj\u00eb rajon me pasuri t\u00eb patundshme shum\u00eb t\u00eb shtrenjta.<\/li>\n<li>pastaj \u00ebsht\u00eb e nevojshme t\u00eb p\u00ebrjashtojm\u00eb ata q\u00eb, p\u00ebr shembull, tashm\u00eb mbajn\u00eb nj\u00eb pozite m\u00eb t\u00eb lart\u00eb (Head of \u2026, Lead \u2026), punojn\u00eb p\u00ebr nj\u00eb pun\u00ebdh\u00ebn\u00ebs m\u00eb t\u00eb njohur e prestigjioz, p\u00ebr prodhuesin vet\u00eb ose si Freelancer.<\/li>\n<\/ul>\n<p>\nK\u00ebshtu, sa kandidat\u00eb t\u00eb mundsh\u00ebm kan\u00eb mbetur\u2026 Nuk do t\u00eb jet\u00eb m\u00eb shum\u00eb se 10, gjithsej\u2026 Prandaj shum\u00eb pozita mbeten t\u00eb papunuara p\u00ebr nj\u00eb koh\u00eb t\u00eb gjat\u00eb. <\/p>\n<p>Madje, edhe n\u00ebse ndodh ndonj\u00eb mrekulli dhe ndonj\u00eb nga kandidat\u00ebt e mbetur shpreh d\u00ebshir\u00ebn p\u00ebr t\u00eb ndryshuar vendin e pun\u00ebs, ai kandidat duhet gjithashtu t\u00eb p\u00eblqehet nga porosit\u00ebsi p\u00ebr t\u00eb qen\u00eb i ftuar n\u00eb intervist\u00eb. Si rezultat, madje nj\u00eb intervist\u00eb me shum\u00eb nivele nuk \u00ebsht\u00eb nj\u00eb garanci se keni gjetur specialistin e k\u00ebrkuar. Si\u00e7 tha nj\u00eb koleg im p\u00ebr nj\u00eb koleg t\u00eb tij t\u00eb m\u00ebparsh\u00ebm \u2014 \u201cai \u00ebsht\u00eb m\u00eb i miri p\u00ebr 10 minuta\u201d.<\/p>\n<p>A jan\u00eb v\u00ebrtet Headhunter t\u00eb pa z\u00ebvend\u00ebsuesh\u00ebm n\u00eb gjetjen e stafit t\u00eb nevojsh\u00ebm? \u00c7far\u00eb e pengon nj\u00eb punonj\u00ebs t\u00eb brendsh\u00ebm t\u00eb kryej\u00eb veprimet e p\u00ebrshkruara m\u00eb sip\u00ebr? Nj\u00eb punonj\u00ebs i brendsh\u00ebm madje ka nj\u00eb avantazh t\u00eb vog\u00ebl p\u00ebrpara rekruterit. Pik\u00ebrisht, ai ka mund\u00ebsin\u00eb t\u00eb shoh\u00eb zinxhirin e kontakteve mes firm\u00ebs s\u00eb tij dhe kandidatit q\u00eb e intereson. N\u00eb k\u00ebt\u00eb m\u00ebnyr\u00eb, mund t\u00eb p\u00ebrpiqet t\u00eb ofroj\u00eb pun\u00eb \u201cdirekt\u201d, duke p\u00ebrdorur zinxhirin e kontakteve.<\/p>\n<p>Sipas mendimit tim, shum\u00eb pun\u00ebdh\u00ebn\u00ebs e n\u00ebnvler\u00ebsojn\u00eb rekrutimin e brendsh\u00ebm. Ata jan\u00eb t\u00eb gatsh\u00ebm t\u00eb paguajn\u00eb dhjet\u00ebra mij\u00ebra p\u00ebr nj\u00eb agjenci rekrutimi, e cila k\u00ebrkon p\u00ebrputhshm\u00ebri n\u00eb profilin e kandidat\u00ebve pa e kuptuar v\u00ebrtet se \u00e7far\u00eb fshihen pas t\u00eb gjitha shkronjave IT. Nj\u00eb punonj\u00ebs i brendsh\u00ebm jo vet\u00ebm q\u00eb mund t\u00eb vler\u00ebsoj\u00eb njohurit\u00eb dhe aft\u00ebsit\u00eb, por gjithashtu t\u00eb kuptoj\u00eb se sa i p\u00ebrshtatsh\u00ebm \u00ebsht\u00eb kandidati potencial p\u00ebr nj\u00eb projekt t\u00eb caktuar. Ai nuk do t\u00eb rekomandoj\u00eb dik\u00eb p\u00ebr t\u00eb cilin vet\u00eb nuk \u00ebsht\u00eb 100% i sigurt. Askush nuk do t\u00eb doj\u00eb t\u00eb turp\u00ebrohet para koleg\u00ebve dhe shefave, ose t\u00eb rekomandoj\u00eb kalimin n\u00eb nj\u00eb kompani me t\u00eb cil\u00ebn vet\u00eb nuk \u00ebsht\u00eb i k\u00ebnaqur. N\u00eb fakt, nj\u00eb punonj\u00ebs i brendsh\u00ebm vepron si garanci p\u00ebr cil\u00ebsin\u00eb e kandidatit dhe sipas mendimit tim, meriton t\u00eb fitoj\u00eb m\u00eb shum\u00eb se 2000-3000 euro.<\/p>\n<p>P.S. Shpresoj q\u00eb nuk kam ofenduar ask\u00ebnd me artikullin tim, pasi qasja ndaj pun\u00ebs n\u00eb agjencit\u00eb e ndryshme t\u00eb rekrutimit ndryshe nga nj\u00ebra-tjetra. Ndoshta, nuk kam hasur me profesionist\u00eb t\u00eb v\u00ebrtet\u00eb.<br \/>\n<br \/>Burimi: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/post\/442598\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>\u041e\u0447\u0435\u0440\u0435\u0434\u043d\u043e\u0435 \u043e\u0431\u0440\u0430\u0449\u0435\u043d\u0438\u0435 Headhunter-\u0430 \u0437\u0430\u0441\u0442\u0430\u0432\u0438\u043b\u043e \u043c\u0435\u043d\u044f \u0437\u0430\u0434\u0443\u043c\u0430\u0442\u044c\u0441\u044f \u043e \u0442\u043e\u043c, \u043f\u043e\u0447\u0435\u043c\u0443 \u0440\u0430\u0431\u043e\u0442\u0430 \u043f\u043e \u043f\u043e\u0438\u0441\u043a\u0443 \u043f\u0435\u0440\u0441\u043e\u043d\u0430\u043b\u0430 \u043d\u0435 \u0432\u0441\u0435\u0433\u0434\u0430 \u044d\u0444\u0444\u0435\u043a\u0442\u0438\u0432\u043d\u0430, \u0430 \u0438\u043d\u043e\u0433\u0434\u0430 \u0438 \u043a\u043e\u043d\u0442\u0440\u043f\u0440\u043e\u0434\u0443\u043a\u0442\u0438\u0432\u043d\u0430 \u0434\u043b\u044f \u0438\u0445 \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432. \u041a\u0430\u0436\u0434\u044b\u0439 \u0438\u0437 \u0440\u0430\u0431\u043e\u0442\u0430\u044e\u0449\u0438\u0445 \u0432 IT-\u0441\u0444\u0435\u0440\u0435 \u0441 \u0437\u0430\u0432\u0438\u0434\u043d\u043e\u0439 \u0440\u0435\u0433\u0443\u043b\u044f\u0440\u043d\u043e\u0441\u0442\u044c\u044e \u043f\u043e\u043b\u0443\u0447\u0430\u044e\u0442 \u0437\u0430\u043f\u0440\u043e\u0441\u044b \u043e\u0442 Headhunter-\u0440\u043e\u0432. \u041a\u0442\u043e-\u0442\u043e \u043f\u043e\u043b\u043d\u043e\u0441\u0442\u044c\u044e \u0438\u0433\u043d\u043e\u0440\u0438\u0440\u0443\u0435\u0442 \u043f\u043e\u0434\u043e\u0431\u043d\u044b\u0435 \u0437\u0430\u043f\u0440\u043e\u0441\u044b, \u0430 \u043a\u0442\u043e-\u0442\u043e \u043f\u0440\u043e\u0434\u043e\u043b\u0436\u0430\u0435\u0442 \u0432\u0435\u0436\u043b\u0438\u0432\u043e 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